We are updating our Accountability Chart to reflect our automated tech stack, and we need our marketing seat to shift from manual content production to managing AI prompt pipelines and data analytics. How do we rewrite the five roles of a seat when technological change makes the existing job description obsolete?

Question

Tyler Smith · Accepted Answer

When technology automates the manual tasks of a seat, keeping obsolete role descriptions on the Accountability Chart stalls operational performance. The chart must define what the company requires today to hit its V/TO targets, not what someone historically produced by hand.

Begin by walking the current seat holder through the five roles of the marketing seat. Remove roles that focus on low-leverage manual tasks, such as drafting basic articles, manual graphic formatting, or routine email scheduling. Replace them with roles centered on technical oversight, output governance, and systems leverage:
- Managing automated lead generation workflows and AI content pipelines
- Analyzing conversion funnels and marketing Scorecard metrics
- Developing brand messaging and strategic creative briefs
- Auditing automated marketing outputs for quality, brand voice, and factual accuracy
- Optimizing customer acquisition cost and campaign return on investment

Once the updated seat is documented on the chart, assess the seat holder using the EOS People Analyzer. Do they truly understand the transition from manual creator to technical systems manager (Get It)? Do they genuinely want to work inside data analytics and prompt architecture (Want It)? And do they possess the aptitude and technical skills to manage automated systems (Capacity)?

If the current seat holder passes GWC, assign a 90-day Rock to upskill them on prompt management and analytical software. If they prefer manual writing and resist automated workflows, do not reshape the seat around their preference. Structure comes before people. Redefine the seat for future growth, then place the right person.